Textron Aviation, Machinists To Return To Negotiating Table

WICHITA—Now in the third week of a work stoppage by the machinists union, Textron Aviation and union leaders have agreed to return to the bargaining table, beginning on Thursday, Oct. 10.

The union, the International Association of Machinists and Aerospace Workers Local 774 (IAM), overwhelmingly rejected the company’s offer of a new four-year contract and voted to strike. The work stoppage began Sept. 22. The striking machinists represent about 5,000 hourly workers at Textron Aviation’s Wichita facilities.

“We value our longstanding relationship with union leaders and members and remain committed to collaborating and agreeing upon a contract that acknowledges employees’ contributions, setting us all up for long-term success,” says Maggie Topping, Textron Aviation senior vice president of human resources and communications.

The two sides remain apart on wages, health insurance, retirement and job security.

“It’s just a matter of Textron listening to them and coming to the table with a fair deal for them,” says Brian Bryant, international president of the IAM. Bryant was in Wichita on Oct. 6-7 speaking with striking workers in a show of support and solidarity, he says.

The striking workers do not receive a paycheck while they are out.  Those who take part in a “strike-related activity” for a minimum of 4 hr. per week qualify for an IAM strike benefit of $200 per week beginning in the third week of the work stoppage. A strike food pantry opened Oct. 8.

Strikers say they had prepared ahead of time for the event of a work stoppage.

“Yes, as good as anybody can prepare,” Jermaine Parks told Aviation Week while walking the picket line at the company’s factory in southeast Wichita. Parks, a machinist, joined Textron Aviation five years ago. He plans to stay out on strike for its duration.

“I’m out here for health insurance for my wife,” Parks says of his biggest concern. His policy covers the two of them, and his wife is ill.

For Troy Greene, a union shop steward and a 17-year employee, wages are a priority.

“The percentage of raises was the highest that we’ve seen, but that doesn’t equate with what the economy is right now,” Greene said recently while walking a picket line at the former Beechcraft facility.

Sylvia Marquez, a machining specialist, joined the company two years ago.

“I’m hoping for better health care,” Marquez says. “That’s my biggest concern. I have three kids and it’s hard, especially with everything going up with inflation. It’s crazy.”

Ta Nguyen’s biggest concern also is health care. The company’s rejected offer would have raised wages, but it also cut in half the amount Textron Aviation contributed to an employee’s Health Savings Fund, he says. One cancels out the other.

In addition, his family plan carries a $9,000 deductible, he says. “It’s impossible.”

A plan with a lower deductible is expensive, however, he says.

Nguyen is a computer numerical control machinist and a 30-year employee with plans to retire in March. As a long-term employee, Nguyen says he is striking for the younger employees and those who come after him.

“Hopefully, we can get a better contract for the next generation,” Nguyen says.

Sherri Pelz was a Beechcraft employee before it was bought out of bankruptcy by Textron and merged with Cessna Aircraft. Former Beechcraft employees work under a different retirement plan than those who worked at Cessna at the time of the merger. She had a pension plan, for example.

“My [Beechcraft] pension got frozen when Textron took over in the bankruptcy,” Pelz says. “Instead of giving us a pension, they denied it and said they couldn’t afford it.” She has a 401(k), as do employees hired after the merger, she says.

Employees who had been with Cessna at the time have a pension plan, however.

“They like to say we’re all one company, but why do we have different pensions,” Pelz says.

In turning down the company’s offer, the union rejected a 26% pay increase, including an 11% wage increase upon ratification, a 4% raise in 2025, 5% raise in 2026 and a 6% increase in 2027. It also offered a guaranteed $3,000 lump-sum payment in each of the four years, new annual longevity pay beginning with five years of service and increases in cost-of-living maximum pay. It increased the company’s 401(k) contribution, among other benefits.

Greene believes that in the end, the company and the union are not that far apart. If the company would make additional changes to the pay and health insurance, “I think it would get accepted.”

In the end, the company and the union must come together to communicate and negotiate, he says.

“This is our company,” Greene says. “We care about this company as much as they do—probably more.”